Comments on: Leadership in Sign Language Interpreting: Where are We?http://www.streetleverage.com/2012/09/leadership-in-sign-language-interpreting-where-are-we/
StreetLeverage spotlights practitioners & industry stakeholders rethinking the way we understand, practice, & tell the story of the sign language interpreter.Sat, 28 Feb 2015 05:18:47 +0000hourly1http://wordpress.org/?v=3.8.5By: Leadership in Sign Language Interpreting: Where...http://www.streetleverage.com/2012/09/leadership-in-sign-language-interpreting-where-are-we/#comment-13376
Mon, 03 Mar 2014 15:11:14 +0000http://www.streetleverage.com/?p=3839#comment-13376[…] History of Leadership: It is difficult to discuss the history of leadership in the field of sign language interpreting without first selecting a starting point for our history as a “field.” Some consider this point the juncture at which the shift from volunteer interpreter to paid interpreter began, and the time at which training standards and rules of conduct for the practice of sign language interpreting started to become formalized. Birth of a Field The juncture at which this shift from volunteer to paid interpreter is most easily identified as June 17, 1964 – the opening date of the Workshop on Interpreting for the Deaf at Ball State Teachers College in Muncie, Indiana. The purpose of this workshop, and later of RID, was “…to establish standards for interpreters for the deaf; to suggest training, curricula, and criteria for admission to training courses for interpreters; to develop a manual and/or other guidelines for interpreters for the deaf, both for the hearing and the deaf individuals involved; and to collect and identify the manuals and booklets dealing with dactylogy” (Fant, 1989, p.2). It was at this workshop that two men, and later a total of 64 workshop participants, discussed the idea of forming an organization of interpreters that could also “assess interpreter competency and maintain a registry of them so consumers could be assured of receiving quality service” (Fant, 1989, p.1-2). RID was born as a result, and thus marks our official beginning as a “field.” Relevant Experience […]
]]>By: Leadership in Sign Language Interpreting: Where...http://www.streetleverage.com/2012/09/leadership-in-sign-language-interpreting-where-are-we/#comment-11453
Mon, 13 Jan 2014 16:38:12 +0000http://www.streetleverage.com/?p=3839#comment-11453[…] History of Leadership: It is difficult to discuss the history of leadership in the field of sign language interpreting without first selecting a starting point for our history as a “field.” Some consider this point the juncture at which the shift from volunteer interpreter to paid interpreter began, and the time at which training standards and rules of conduct for the practice of sign language interpreting started to become formalized. Birth of a FieldThe juncture at which this shift from volunteer to paid interpreter is most easily identified as June 17, 1964 – the opening date of the Workshop on Interpreting for the Deaf at Ball State Teachers College in Muncie, Indiana. The purpose of this workshop, and later of RID, was“…to establish standards for interpreters for the deaf; to suggest training, curricula, and criteria for admission to training courses for interpreters; to develop a manual and/or other guidelines for interpreters for the deaf, both for the hearing and the deaf individuals involved; and to collect and identify the manuals and booklets dealing with dactylogy” (Fant, 1989, p.2).It was at this workshop that two men, and later a total of 64 workshop participants, discussed the idea of forming an organization of interpreters that could also “assess interpreter competency and maintain a registry of them so consumers could be assured of receiving quality service” (Fant, 1989, p.1-2). RID was born as a result, and thus marks our official beginning as a “field.”Relevant Experience […]
]]>By: Sign Language Interpreters: Purposeful Change for Power Holders | Street Leveragehttp://www.streetleverage.com/2012/09/leadership-in-sign-language-interpreting-where-are-we/#comment-8045
Tue, 19 Mar 2013 14:15:28 +0000http://www.streetleverage.com/?p=3839#comment-8045[...] this topic should be at the forefront. Seiberlich (2012) in her StreetLeverage article, “Leadership in Sign Language Interpreting: Where are We?” highlighted the idea that historical causation created directions in the interpreting field [...]
]]>By: Amy Seiberlichhttp://www.streetleverage.com/2012/09/leadership-in-sign-language-interpreting-where-are-we/#comment-3364
Wed, 19 Sep 2012 15:19:45 +0000http://www.streetleverage.com/?p=3839#comment-3364Margaret,

Thank you so much for contributing to this discussion. I think you are not alone in feeling like you are not “leading” others. The term “leader” is a label we typically use in our society to describe someone who is at the head of the pack, or the top of the organizational chart. What has helped me over the years is to modify how I define the term “leader.” I now see a leader as someone who is influencing others through the mindset they consciously adopt, and through attitude, character and behavior. When I look at leadership in this light it becomes clear to me that we are all leading someone! Someone in our circle is always influenced by our actions and how we present ourselves. I do think that there is something in all of the possible explanations you offered that makes it more difficult for one to see him/herself as a “leader” – and at the same time I think it may be as simple as how we are choosing to define and embrace the concept. Thanks for the food for thought

I appreciate the resources you shared as well. I will add this to my list of educational resources for leadership in our field. I’m absolutely thrilled to see more opportunities for formal education coming to the fore and look forward to seeing the results of more formally trained leaders in the not-so-distant future!

Gratefully,
Amy

]]>By: Margaret DiMaria Murphyhttp://www.streetleverage.com/2012/09/leadership-in-sign-language-interpreting-where-are-we/#comment-3354
Tue, 18 Sep 2012 21:14:07 +0000http://www.streetleverage.com/?p=3839#comment-3354Amy,
I really enjoyed reading this article – both as it hits a personal note with me as well as a professional note. I have been thinking about my role as a leader in the interpreting field. For some reason, it is difficult for me to think about myself in those terms – “leading” others. I am not sure if this is a deep-rooted feminist/ oppression issue, a self-confidence issue or just simply lack of training. I would never declare to the world “I am a leader in the field” because it feels boastful. But yet, that’s what I am; in my own world, in my own way, I have led. Similar to the what Janet Bailey stated – I have decided that I typically become a “leader by default”.

In your article you listed several resources and steps to action; I would like to add one resource to this list. Union Institute and University (fUnion Institute & University is accredited by The Higher Learning Commission and is a member of the North Central Association.) is in the process of creating a bachelor of science (completion) degree in Leadership with a concentration in ASL/English Interpretation. Upon completion of the B.S. with a major in Leadership, Students will be able to:
Identify various concepts of change as it relates to leadership in the professional environment.
Analyze a variety of concepts and theories of leadership within the professional interpreter experiences.
Discuss and evaluate effective management and leadership behaviors and their implications in professional interpreting practice.
Describe the connections between ethics and leadership, and relate ethical principles to issues in their interpreting practice.

I am posting this information not as a shameless plug (as I am involved in the creation of this program) but in the spirit of collaboration and resource sharing. The more choices interpreting professional have for higher learning, the better off our field will be.
If you are interested in the program, please contact:

Thank you so much for taking the time to share this information. I am thrilled to see additional opportunities for advanced education in leadership in interpreting, especially ones that are more global in nature. I will keep this in my back pocket and share with others as appropriate.

Gratefully,
Amy

]]>By: Graham Turnerhttp://www.streetleverage.com/2012/09/leadership-in-sign-language-interpreting-where-are-we/#comment-3344
Mon, 17 Sep 2012 20:04:07 +0000http://www.streetleverage.com/?p=3839#comment-3344Thanks for your thoughtful exploration, Amy. This is becoming an increasingly significant issue worldwide, it seems. One response here in Europe has been the establishment of a Masters’ programme, ‘EUMASLI’, specialising in interpreting leadership and the management of the profession (http://www.eumasli.eu/). Graduates of EUMASLI #1 include former EFSLI President Maya De Wit (http://www.tolkngt.nl/english/englishindex.html), and Oliver Pouliot http://overseasinterpreting.com/. EUMASLI #2, configured to be accessible to colleagues from the USA and elsewhere, is due to open in 2013.
]]>By: Amy Seiberlichhttp://www.streetleverage.com/2012/09/leadership-in-sign-language-interpreting-where-are-we/#comment-3336
Wed, 12 Sep 2012 14:47:25 +0000http://www.streetleverage.com/?p=3839#comment-3336Hi Jenny,

I love the concept of “elevator speeches.” I remember as an interpreting student having guest speakers pop into class to give such a speech to promote involvement in our local (and by virtue of local, our state) organization. This was what inspired my own personal entry into our professional organization and into leadership service. I would offer, though, that those speeches need to be built on a strong organizational vision and reason for existence – something that seems to have waned over the years on the state level. I see many state organizations struggling to remain active and the issue of leadership training is simply one factor impacting organizational viability right now.

Thinking specifically about your example of leaders who are on the burn-out track and the demands placed on leaders – I would still offer that this is a matter of training. Going back to my earlier article referenced in this one, leadership really starts with self-management. While leaders, in strong organizations, work together as a team to monitor work-load and leadership/life balance, it is really up the the individual to make decisions about how to manage leadership service with other priorities. As leaders, we are always at choice about what we commit to doing and while we have created a culture where the expectations for service are very high and the demands are great, appropriate leadership training (which incorporates self-awareness and management) is a powerful step in the right direction. (That said, your national committee example made me smile.)

Thank you for taking the time to share your thoughts, kind words, and a bit about your experience. On a personal note, I also greatly appreciate your support in this work. Keep watering the seed that has been planted – we need people in all corners of the community tending to our relationships and one another. Bravo!

Awesome article! Hey, I have also been thinking lately about “Elevator speeches”. We don’t really have one for our local affiliates any more. We need to have some talking point benefits for being a part of a local affiliate as well as getting involved in leadership roles.

As well we need those ‘elevator speeches’ for folks on the burn-out track to be able to dial back their leadership roles without: a. Thinking that the affiliate will fall apart without them and b. Thy don’t resent those organizations when they do give up those leadership roles. Perhaps a national “You can ONLY be in charge of crepe paper decorations and bringing the napkins” committee. Something where they don’t fall off a cliff of no leadership, but it’s something that former leaders don’t so feel so overwhelmed about?

I LOVE your bullet points on what we will need to succeed. I’m happy you are on our team and your POV Amy!